We must be ready with transition options for businesses or functions which will be significantly automated or augmented in the next 2 years. It's the responsible thing to do.

We've made sense of the research insights so you don't have to.

Our approach is intentionally:

• Focused (on your target state in 2 years, teams which will shrink or have tasks significantly automated or augmented).

• Simpler (so you focus on actions to take (what) and when.)

• Human (as we imagine how transition options may feel for individuals with different motivations)

We will go through the core idea behind a simple workforce strategy, so you understand the approach, and desired outcome so you're not left wondering why we're not analysing task data at this stage.

A superset of simple workforce transition options is defined for select teams expected to reduce in size.

We look beyond continuous reskilling under the same job title, at other options which respect personal choice.

Transition options are localised in consult with regional or local HR who will take forth next steps (mobility, contract conversion, reskilling, consultations, manager briefings).

The message to impacted teams becomes simpler and clearer.

The business is prepared with simpler human-centric options which recognise business reality and respect choice sooner rather than later.

Open discussion of workforce transition options reduces guesswork and risks around transition timelines and choice.